Alliance demands gender equity, diversity in commissioners appointments - ITREALMS

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A civil society coalition, the Alliance for Deepening Democracy (A4DD), has called on newly elected State Governors to ensure gender equity in the constitution of the executive councils of their different States while also addressing other inclusion gaps through the appointment of representatives of marginalized groups such as youths and persons with disabilities as commissioners.

The Alliance also urged Governors that are yet to appoint their commissioners to take urgent steps to do so in the light of the deadline for the nomination of commissioners stipulated in Section 192(6) of the 1999 Constitution, as amended, which provides that “the nomination of any person to the office of a Commissioner for confirmation by the House of Assembly of a State shall be done within sixty days after the date the Governor has taken the oath of Office.”

Cisco Connected Women, intent to promote diversity inclusion in technology, business

ITRealms:

Worldwide leader in technology solutions, Cisco Systems Incorporated, has continued to recognize the need diversity and female participation in the traditionally male high-technology industry, under the aegis of Cisco Connected Women (CCW), reports ITRealms.

This, ITRealms gathered from the company has lead it to deliberately promote diversity inclusion in technology and business, especially as it affects the female gender.

Speaking recently on female participating in the technology industry, the Country Manager Cisco Nigeria, Olakunle Oloruntimehin, noted that “In the context of a male-dominated industry, Cisco is making intent-based decisions to promote inclusiveness, diversity and overall female participation in the industry.”

According to the Manager, the technology giant has programmes and resources to help women develop their skills as individual contributors, managers, and executives, including an internal employee resource group dedicated to the development of women.

Over the last ten years, he pointed out that CCW at Cisco, has grown to over 38 chapters, offering more than 4000 global members opportunities for development, networking and generating new business.

CCW, he said, has contributed to a strategic effort to enhance Cisco's success in attracting, developing and retaining talented female employees. Cisco Systems Nigeria also participates in the CCW, allowing female Cisco employees to meet and discuss their involvement in the ICT industry and how the participation of women is on the positive rise.

“In the context of a male-dominated industry, Cisco is making intent-based decisions to promote inclusiveness, diversity and overall female participation in the industry,” he declared.

The manager emphasized that CCW Nigeria has over 15 employees as its members, which accounts for 50 per cent of employees in Cisco’s Nigeria office. The CCW Nigeria activities are strategically executed by core team of volunteers lead by the CCW leads, with the guidance of executive sponsors and thought leaders. The volunteers develop programmes in line with the Cisco’s business guidelines, employee network directions and needs as per the local culture.

As a high technology company which believes in the power of the ‘human network’, Cisco recognises the importance of a very diverse work force and the value of employee mobility. In addition, in line with its inclusive organisational culture, Cisco has a number of employee networks to support the development, and growth opportunities of staff. The Cisco Sales Associates Program (CSAP) is one of such opportunities. 

In addition, he said, CSAP is the most highly coveted early-in-career development programs designed specifically for top university graduates from around the world who aspire to become the next generation of sales leaders at Cisco. This year long program provides world class, hands-on educational and experiential training that will prepare Associate Sales Representatives (ASR) and Associate Systems Engineers (ASE) to become successful Account Managers and System Engineers in the Cisco Sales Organisation.

The CSAP allows Cisco employees the chance to travel to work in various Cisco offices across the world allowing them the opportunity to garner knowledge and different perspectives. In Nigeria, Cisco CSAP aims to empower men and women alike helping them realise their dreams of being ICT leaders.

Tolulope Ogundipe a female Cisco employee expressed her views on the CSAP program stating that it provided her with tremendous growth experience that stretched her skills and abilities over the elastic limit.

She said: “The entire experience for me has been exhilarating. Having and working with colleagues from over 12 different nationalities and forming life time friendships is priceless and I am grateful for the opportunity. Aside this, during my time with the Cisco Amsterdam office, Cisco employees participated in trainings and workshops and Nigerian Cisco female employees got a chance to be a part of the Cisco Connected Women’s Amsterdam and the girls in ICT programmes, which train and educate girls on the roles and potential career paths present in Cisco Systems and the ICT industry as a whole.

Cisco’s commitment to championing women in their own organisation makes Cisco Connected Women’s program the perfect opportunity to demonstrate diversity and inclusion in technology and business. By developing a network that specifically enrolls and mentors girls and women, Cisco redefines the technology space.

Ogo Nebenanya/Ed, Ops

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ICANN unveils gender diversity participation survey

ITRealms:

The Internet Corporation for Assigned Names and Numbers (ICANN) has unveiled a survey to determine current perceptions of gender diversity in the ICANN community and to identify potential barriers to participation, reports ITRealms.

The purpose of this survey, ITRealms gathered is to inform community discussions on diversity, following calls for additional data on this topic.

ITRealms also reports that looking to clarify perceptions of diversity and equality, leadership, and inclusiveness, ICANN would like to understand the degree to which barriers such as familial responsibilities play a role.

ICANN, therefore, invite all community members to share their views, stressing that the survey takes about 10 minutes to complete.

In addition, ITRealms reports that the survey closes on 8 July, just as responses would be anonymous and would be used in accordance with ICANN's Privacy Policy.

Further, ITRealms reports that this survey is available in Arabic, Chinese, English, French, Portuguese, Russian, and Spanish. While the survey report will be shared with an analysis of gaps, perceptions, and potential next steps.

This data, ICANN said, would help identify ways to enhance gender diversity and support broad, inclusive participation.

Nonye Dom/GEE

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